Calibrate the search
Review sample profiles with the recruiter and record why each one fits or does not fit.
Philippines based service guide
Talent Sourcing Support
Build and maintain a candidate search lane from an approved role brief.
Designed for: Recruiting leaders with a defined role who need consistent search research and candidate records.
Discuss this role
The operating problem
Make the work visible before adding capacity.
Search work becomes hard to review when criteria, source links, duplicate checks, and rejection reasons live in separate places.
Scope
Work this lane can support
- Translate approved criteria into search terms
- Research candidate profiles in approved sources
- Record evidence against required criteria
- Prepare outreach drafts for recruiter approval
Inputs
What your team provides
- Approved role brief and required criteria
- Permitted sourcing channels
- Candidate record format
- Outreach and privacy rules
Workflow
Move one approved record at a time.
Build the research queue
Search approved channels, remove duplicates, and capture source evidence in the agreed format.
Hand off for judgment
Send qualified research records and open questions to the recruiter for review and outreach approval.
Deliverables
Visible outputs for review
- Candidate research list with source links
- Search term and channel log
- Duplicate and disposition notes
- Open question summary
Boundaries
Decisions that stay internal
- The client chooses who advances
- Outreach requires an approved message and audience
- Compensation and hiring decisions stay with authorized leaders
Quality controls
Checks before the handoff closes
- Required field check
- Duplicate review
- Source link check
- Recruiter sample review
Manager rhythm
Review evidence, not activity alone.
Sample completed records, inspect exceptions, confirm source accuracy, and update instructions when the same question repeats. Expand volume only after the lane is stable.
Concrete scenarios
What the boundary looks like in practice.
New specialist role
A sourcer researches profiles against five approved criteria and flags adjacent experience for recruiter judgment.
Existing search refresh
The support lane reviews stale records, validates current source links, and separates new candidates from duplicates.
Frequently asked questions
Clarify the role before launch.
Does the specialist select finalists?
No. The specialist organizes search evidence. Your recruiter or hiring manager decides who advances.
Can outreach be included?
Drafting and approved outreach administration can be scoped, with audience, message, and escalation rules set first.
What makes a useful brief?
Include required skills, acceptable alternatives, location or schedule needs, exclusions, and examples of suitable profiles.
Philippines staffing intake
Define the role before hiring begins.
Share the tasks, tools, schedule, and approval limits. The intake helps turn those details into a practical staffing brief.
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